Revised occupational health care decree

The revised Government Decree on Good Occupational Health Practice (Finlex: Government Decree 503/2026 External link) will enter into force on 1 January 2027. The reform clarifies the respective roles of employers and occupational health care providers, reinforces the needs-based approach to services and places greater emphasis on proactive workplace measures to support work ability.

The previous decree dates from 2013. Since then, working life has changed significantly with the growth of knowledge work, digitalisation and working across multiple locations. The revision brings practices into line with today’s working environment and supports the Government Programme’s objective of halving sickness absences.

What does this mean for employers in practice?

Clearer employer responsibilities – work ability support starts in the workplace

The revised decree emphasises the employer’s role in determining the content and scope of occupational health care. Services are tailored to the organisation’s risks, working conditions and needs.

The decree also stipulates that support for work ability should be delivered primarily through measures within the workplace. It highlights the employer’s responsibilities and role in decisions on work arrangements.

• The workplace and supervisors identify changes in work ability, address concerns early and adjust day-to-day work arrangements.
• The occupational health care provider acts as a partner, offering medical expertise and specialist advice on work ability, recommending appropriate measures and supporting return-to-work planning.

A clearer structure for agreements and action plans

Occupational health agreements and action plans will have a clearer structure, with services divided into three categories:

• L – Statutory occupational health care arranged by the employer (KL1): Services the employer is legally required to arrange, including workplace surveys, statutory health examinations relating to occupational exposure and specific job requirements, and statutory medical statements (e.g. the 90-day statement).
• T – Needs-based activities jointly agreed by the employer and occupational health care provider (KL1): Proactive measures agreed jointly and documented in the action plan. These include work ability monitoring, sickness absence analysis, health monitoring examinations, multidisciplinary expert support (e.g. from an occupational health psychologist or work ability coach) and occupational health negotiations.
• S – Medical care and other voluntary health care (KL2/KL3): General practitioner and specialist medical services that the employer chooses to offer on a voluntary basis.

This structure gives employers greater visibility into the services they purchase and how those services support the organisation’s objectives.

The new structure will apply to new occupational health agreements from 1 January 2027. Existing agreements will be subject to a transition period until the beginning of 2029.

Greater emphasis on effectiveness, measurable objectives and prevention

The revision places greater emphasis on measurable activities and their outcomes. Action plans will set out specific, measurable objectives agreed jointly by the employer and occupational health care provider, with progress reviewed regularly.

Advice and guidance will also play a broader role. Alongside individual guidance, greater emphasis will be placed on measures for groups and the wider workplace, enabling support to reach more employees at the same time.

Timely action by employers and workplaces

Prolonged sickness absences place a strain on individuals and generate significant indirect costs through cover arrangements, increased workloads for colleagues and reduced productivity.

The reform highlights the importance of timely action and the responsibilities of employers and workplaces. Addressing work ability concerns early and making timely adjustments to work, such as introducing lighter duties, helps employees remain at work and prevents absences from becoming prolonged.

How should organisations prepare?

For existing occupational health agreements, the changes will take effect on 1 January 2029, giving organisations time to prepare. While the reform places greater emphasis on employers’ responsibilities, organisations will continue to receive support from their occupational health care provider, both in implementing the changes and in managing work ability and other support measures:

1. Review current arrangements together: Review the existing occupational health agreement and action plan with your occupational health team, and check that the risk assessment is up to date.
2. Identify where updates are needed: Determine which services and forms of support best meet the organisation’s current and future needs.
3. Strengthen supervisors’ skills: Ensure that supervisors have clear procedures for providing early support, adjusting work arrangements and involving the occupational health care provider.

Mehiläinen will support your organisation throughout the transition. Your dedicated occupational health team will continue to help ensure that cooperation meets statutory requirements, delivers results and supports your organisation’s day-to-day operations.

This article was written by Sirkku Martti, Chief Occupational Health Physician at Mehiläinen.